Pennsylvania Addendum

In addition to the policies and procedures set forth in the University of Denver Employee Handbook (“Handbook”), the information set forth in a particular state addendum applies only to those University of Denver employees working in the state of the applicable addendum. The state addendum modifies the Handbook as set forth below.

 

In the event of a conflict between the Handbook and any provision of an applicable Addendum, the conflict will be resolved as follows:

 

• If a benefit provided by the University is more generous than the benefit provided in the applicable Addendum, the University will offer the employee the more generous benefit unless such benefit is limited by statute (e.g., to residents of or employees working in Colorado).

 

• If a University policy or procedure provides an employee with more protection than that provided under the applicable Addendum, the University’s more protective policy or procedure will apply to internal University processes, and the policy or procedure specified in the applicable Addendum will apply to external proceedings in the applicable state or local agency.

 

For example, if the University’s Discrimination and Harassment Policy includes more protected statuses than a particular state provides, the University’s Discrimination and Harassment Policy  and the applicable procedures established by the Office of Equal Opportunity & Title IX (EOIX) will apply to a report or complaint filed with EOIX.  For a complaint filed with the state or local civil rights agency, the protections afforded under the state Addendum will apply.

 

Employees with questions about the Handbook or any applicable Addendum should contact their HR Partner at AskHRPartners@jiaolixiaoxue.com.

 

 

Crime Victim Leave

 

Pennsylvania employees may take unpaid time off to attend court proceedings if they are a victim of a crime or their family member is the victim of a crime.

 

For purposes of this policy, “family members” include the employees’ spouse as well as the employees’ or their spouse’s parents, children, siblings, grandparents, grandchildren, aunts, uncles, nieces, nephews, great grandparents, great grandchildren, stepparents, stepchildren, siblings-in-law, children-in law, and domestic partners. For purposes of this policy, a “victim of a crime” includes an individual against whom a crime has been committed or attempted and who, as a direct result of the crime or attempted crime, suffered physical or mental injury, death, or the loss of earnings. The alleged offender cannot be considered a “victim” under this policy.

 

Employees must provide the University of Denver reasonable advance notice of the need to take time off under this policy. The University of Denver will treat all information related to an employee’s leave pursuant to this policy as confidential. The University of Denver will not deprive an employee of employment, seniority position or benefits, or threaten or otherwise coerce employees for requesting or taking leave in compliance with this policy. Employees may use available vacation and/or paid sick leave during otherwise unpaid time off taken under this policy.

 

Equal Employment and Anti-Discrimination Policy

 

This is only an excerpt of the University of Denver’s Non-Discrimination Statement and Discrimination and Harassment policy with state specific information included in italics. Please refer to the complete policy for further information.

 

The University of Denver is an equal opportunity employer and makes employment decisions based on merit and University needs. Creating an inclusive and professional environment where employees feel comfortable, safe, and free from inappropriate and disrespectful conduct is one of the University’s core values.

 

The University of Denver does not discriminate against (in any aspect of employment, including recruiting and hiring, job assignment, compensation, opportunities for advancement, promotion, transfers, evaluation, benefits, training, discipline, and termination), nor does it tolerate harassment by any person, including, co-workers, supervisors, and third parties, on the basis of the following Protected Characteristics: In Pennsylvania: race (including hair texture, hair type, and protective hairstyles such as braids, locks, and twists that are historically associated with race); color; familial status; religious creed (including religious observance, practice and belief); ancestry, age (40 and older); sex (including pregnancy, childbirth, and related medical conditions, breastfeeding, sex assigned at birth, affectional or sexual orientation, gender identity, gender expression, gender transition or transgender identity, and differences of sex development, variation of sex characteristics, or other intersex characteristics); national origin; non-job related handicap or disability; use of a guide or support animal (because of blindness, deafness, physical handicap, or because the user is a handler or trainer of support or guide animals); and genetic information

 

Information about the Pennsylvania Human Relations Commission can be found at http://www.phrc.pa.gov/Pages/default.aspx or by calling 717-787-9780.

 

Internal Pay Transparency

 

The University of Denver will notify Pennsylvania employees of the pay range for their position, the time and place of payment, and amount of any fringe benefits available to the employee at the time of hire. Employees will also be notified of any change made to that information before the change takes effect.

 

Jury Duty Leave

 

The University of Denver encourages all employees to report for jury duty and provides Pennsylvania employees with unpaid time off to respond to a summons, serve as a juror, or attend court for prospective jury duty service. While leave to serve on a jury is unpaid, exempt salaried employees will not have their pay reduced for any week in which they work and also miss time to serve on jury duty.

 

After receiving a summons for jury duty, employees must provide notify the University of Denver with advance notice of the summons as soon as reasonably possible. The University of Denver may request reasonable documentation providing proof of jury duty service to the extent permitted by law. The University of Denver will not deprive employees of employment, seniority position or benefits, or threaten or otherwise coerce employees who are absent to respond to a summons, serve as a juror, or attend court for prospective jury duty service.

 

If work time remains after any day of jury selection or jury duty, employees must return to work (or log back on to work, if working remotely) for the remainder of their work schedule.

 

Employees may use available vacation during otherwise unpaid time off taken under this policy.

 

Meal and Rest Breaks

 

Non-exempt Pennsylvania employees aged 14 - 17 who work at least five continuous hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal break. Employees will be relieved of all duties for the full 30-minute break and are free to leave the premises during that time. Failure to take full meal breaks is a violation of University of Denver policy, which may subject employees to disciplinary action, possibly including termination of employment.

 

Volunteer Emergency Response Leave

 

Pennsylvania employees who are volunteer firefighters, volunteer fire police officers, or volunteer members of an ambulance service or rescue squad may take unpaid time off to respond to a fire or emergency call, for volunteer members of an ambulance service/rescue squad, or for an emergency service operation. This leave is only available if the emergency call was received before the employee has to report for work on a given day.

 

Employees must provide the University of Denver reasonable advance notice of the need for leave under this policy. The University of Denver may request reasonable documentation reflecting the need for such leave, including a statement from the chief executive officer of the employee’s volunteer fire company, ambulance service, rescue squad, or its affiliated organization, stating that they responded to a call and the time of the call. The University of Denver will not discriminate or retaliate against any employee for requesting or taking leave in compliance with this policy.

 

Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this policy.

 

Witness Duty Leave

 

Pennsylvania employees may take unpaid time off to attend court proceedings as a witness to a crime.

 

Employees must provide the University of Denver reasonable advance notice of the need to take time off under this policy. The University of Denver may request reasonable documentation reflecting the need for such leave, including a subpoena. The University of Denver will treat all information related to an employee’s leave pursuant to this policy as confidential, except as required by law. The University of Denver will not deprive employees of their employment, seniority position or benefits, or threaten or otherwise coerce employees for requesting or taking leave in compliance with this policy.

 

Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this policy.